Issue link: https://www.e-digitaleditions.com/i/210252
2013 Baker's Dozen: RPO 8. Advantage xPO Website: www.advantagexpo.com Advantage xPO®, a leading provider of consultative workforce management solutions, is a division of Advantage Resourcing® one of the largest staffing companies in the world. Advantage xPO delivers global solutions in recruitment process outsourcing (RPO) and managed service programs (MSP) to clients across a variety of industries, and is a trusted partner to leading organizations seeking world-class strategic workforce solutions. Key clients: N/A Services: Recruitment process outsourcing: full-cycle RPO, partial-cycle RPO, and project-based/volume hires Managed service programs: solution consulting, program and supplier management, independent contractor/1099 compliance, and payrolling Strategic workforce planning: talent strategy partner, market research and competitor intel, and talent composition recommendations (temporary vs. permanent) Business process outsourcing: exclusive transfer of non-core functional work, complete oversight of recruitment administration activities managed by SLAs, and manufacturing and distribution process outsourcing Important client metrics: Candidate quality Time to submit Submission ratio Time to fill Compliance Hiring manager/candidate/supplier satisfaction Cost savings 9. Hudson RPO Website: www.www.hudsonrpo.com Hudson is a global talent solutions company with offices in 25 countries worldwide. Core business lines include leadership and specialist recruitment, recruitment process outsourcing (RPO), talent management and professional contracting. Hudson RPO manages the people, processes, and technology associated with recruitment of permanent or contingent talent on a fully outsourced, hybrid, or project basis. A global force in talent solutions, Hudson RPO designs, implements, and manages custom recruitment process outsourcing programs for mid- to large-cap multi-national companies. Key clients: N/A Services: Recruitment process outsourcing (RPO): recruitment demand forecasting, sourcing, talent pooling and pipelining, internal recruitment, response management and screening, interviewing and selection, psychometric testing and behavioural assessment, job offer and placement, recruitment administration, vendor management, and onboarding. Recruitment projects: defined, catalyst driven recruitment engagements and typically functional role types that can operate as a stand-alone team or extension of the existing infrastructure. Contingent workforce solutions: neutral vendor management to select and manage contingent labor providers and direct sourcing of contingent workers Retention within first year Quality of hire Source of hire Cost per hire Time to fill Time to shortlist Ratio of shortlisted to interviewed candidates Ratio of interviewed to placed candidates Consulting services: review of recruitment models, processes, technology, and metrics and customized recommendations for improved efficiencies, effectiveness, and cost saving. Most important metrics: Hiring manager satisfaction Candidate satisfaction Vendor satisfaction Direct fill rate per centage Retention within warranty [24] HRO TODAY GLOBAL | AUTUMN 2013